Job analysis 1 Essay Example | Topics and Well Written Essays - 2000 words

Job analysis 1 - Essay Example Several studies have explored the close link between job analysis and company performance and conclude that when the analysed jobs suit the employees well, they perform well in their jobs, and this translates to improved company performance in general (Cascio, 1998). It is essential that a job analysis to accurately identify the jobholder’s knowledge, skills and abilities (KSA) because this would decide the operational effectiveness in the provision of quality performance of a worker (Safdar et al., 2010). Cascio (1995) claims that when organizations understand the KSA of their employees, it helps them plan for changes or create new jobs and recruit the qualified candidate accordingly so organizational goals are met. Cornelius et al. (1979) enumerated categories of job analysis methods. One is the task-oriented approach wherein each job is broken down into more basic units called tasks. The focus of analysis for this approach is the work activity itself. Another is the worker- oriented job approach where the unit of analysis is not the task but the human behaviours involved in completing the work. Jobs are described by the processes undertaken by the workers. Third and last is the abilities-oriented approach proposed by Fleishman (1972, 1975). This approach focuses on the underlying abilities and aptitudes of the worker – the qualities he possesses that make him suited for the job. For this particular job analysis project, it will fall under the abilities-oriented approach which corresponds to the competency-focused approach (Siddique, 2004). It will give special attention to competencies such as â€Å"interpersonal skills, conflict resolution skills, innovative thinking, flexibility, decision-making ability and self-motivation (Sherman et al., 1998; Dessler ,2003)† (Siddique, 2004, p. 226). That is why it is important to analyse the jobholder’s skills as it applies to her job. This job analysis is for a secretary/ administrative assi stant. The methods used were interviews and self-reports based on standardized questionnaires taken by the jobholder. These evaluation questionnaires were part of the jobholder’s human resource training conducted recently. Its purpose was to evaluate the jobholder’s skills and its compatibility for her job and her future aspiration to be part of the sales team. The jobs she is currently holding as secretary/ administrative assistant as well as the job she wants in the future in sales both need skills in customer relations. The method of interview with the jobholder initiated the job analysis. I spent one afternoon talking with the jobholder, asking semi-structured questions about her work. Soon, she revealed her own self-analysis which will later be reconciled with the job analysis and if she is in the right job. Summary of Interview Job Description The jobholder’s work as a secretary doubles as the administrative assistant to 2 General Sales Managers. Her job d escription includes assisting her supervisors and the entire sales team of 48 taskforce to manage office administration procedures. Her general administrative duties include correspondence, invoicing, advertisements, calculation of timesheets, petty cash and office equipment maintenance and a full spectrum of secretarial duties. She